Did you know 64% of Millennials would rather make an annual income of $40,000 doing something they love over making $100,000 doing something boring?
And about 80% of Millennials ranked culture fit as the most important factor in accepting a position.
This means there are some crucial aspects that need to be present in prospective employees.
Let’s take a look at what your hiring manager should look for in new employees.
What A Hiring Manager Needs to Look For
Whether you’re a freelancer, an entrepreneur or an outsourcing business, you’ll want to make sure you keep reliable people in your court. This begins with hiring the right kind of people.
Research/Knowledge About the Company
A hiring manager will take into account whether or not the interviewee is just looking for any job offered. They should look for an interviewee who has done research on the company, understands the company culture and knows what’s expected of them in the role.
Employers want an employee who cares enough about the position to know what it’s all about. An ideal employee has read the company mission statement, vision, goals and services before the interview.
Relevant Work Experience
What can the prospective employee bring to the table?
A hiring manager will want to hear how the work experience is relevant to the position. For instance, an interviewee may have 16 years experience writing on home improvement projects. But the position is in the healthcare industry.
This experience may support the candidate’s commitment and work ethic. But not necessarily their competence in the area.
As a business owner, you want to know you’ve got a strong team. This is where the saying, “we’re only as a strong as our weakest link” comes from.
Strong emotional intelligence is a vital characteristic of a good employee. Emotional intelligence means a person is aware of their own emotions and can interpret the emotions of others.
Emotional intelligence allows a person to respond more to the whole picture. Emotions are energy. And a person with a high emotional intelligence can pick up on this energy and make a more informed decision.
An emotionally intelligent person will also be able to self-regulate better. They will know what emotional energy is affecting them at any given time. And they can address it in the moment.
There are 4 key areas of emotional intelligence hiring managers should look for.
Empathy is an element of emotional intelligence. Empathy is the ability to step into another person’s shoes and feel with them.
Don’t get this confused with sympathy. Sympathy is feeling sorry for someone and seeing them as a victim of circumstance. Sympathy creates dysfunction in the workplace because it makes excuses for a person’s behavior.
Empathy is seeing a person as an active participant in their circumstances and having compassion for their plight. Empathy eliminates blame and encourages responsibility through patience and support.
Empathy is an important quality for a prospective employee because it leaves room for natural human mistakes. Self-empathy also encourages the employee to admit their own mistakes because the shame is taken away through empathy.
2. Social Skills
Emotional intelligence lends itself to strong social skills as well. These skills include:
- Effective communication
- Constructive collaboration
- Influence, not control
- Leadership qualities
- Building connections with others
- Team playing
3. Being A Team Player
High emotional intelligence is an important component of a team player. A team player is someone who sees each member of the team as equal, valuable and worthy of contributing.
A team player will work well with others in a company. They will know when to interject ideas and when to allow the group decision to prevail.
Self-awareness is a type of emotional intelligence. It means a person is aware of their strengths, weaknesses, triggers, wants and needs.
A person with high levels of self-awareness will be able to communicate what they can bring to the company in terms of strengths. They will also be willing to share their growth areas.
A self-aware person will be able to identify their triggers for anger or fear. This person will be willing to share how they plan to handle situations when they’re triggered. Solutions may include skills for coping, redirection and time-outs.
Whether hiring a tech entrepreneur or a freelancer, a hiring manager will want to choose someone who knows themselves well.
A hiring manager should be on the lookout for someone with drive. This means the candidate will have focus and determination to get the job done.
A person with drive is often a self-starter and doesn’t wait around to be told what needs to be done. Drive is often accompanied by a strong vision for one’s life.
Hiring managers will be looking for someone with a vision for where their life is headed. A person with vision can easily answer the question, “where do you see yourself in 5 years?”
A thorough hiring manager will be interested in both the person’s personal and professional vision. This helps the hiring manager know if the person’s vision aligns well with the company’s vision.
When your hiring manager is onboarding employees, they’ll also be looking for the trait of curiosity. Is the interviewee curious about where the company’s headed?
Hiring managers should look for someone who’s interested in the vision of the company and its plans to grow. This trait usually comes out in interviews in the form of questions about the company.
Passion and Enthusiasm
Businesses don’t want their employees to be job hunting right after they’re hired. This is why passion and excitement are so important for prospective employees.
When a person is enthusiastic about their job, they won’t have their sights anywhere else. The candidate should have a spark the interviewer can feel when they talk to them.
Accountability and Responsibility
Accountability can refer to many different areas. In this context, accountability includes the areas of:
- Personal life
- Professional performance
- Peer relations
Hiring managers should look for someone who not only holds themselves accountable in the workspace, but also everywhere else.
The ideal candidate will have an internal sense of accountability. And this accountability will extend beyond just the professional realm into personal and peer accountability.
They will take full responsibility for their thoughts, feelings, actions and the consequences of their actions. But they will not take responsibility for those of others.
Responsibility and accountability are essential for the smooth functioning of a company. Because they eliminate the blame game from occurring in your company.
Hiring managers will want to choose someone who is authentic and comfortable with vulnerability.
Authenticity means a person is showing you their true selves. The interviewee may still present themselves with their best foot forward. But they are willing to discuss their growth areas and how they will address them.
This is a valuable trait in the work setting. It’s also a trait few people have honed. Because it’s one that requires a certain level of rawness and openness many people shy away from.
A hiring manager should be looking for confidence. And this should not be confused with arrogance.
Arrogance develops when a person secretly feels incompetent and masks it with displays of superiority. It’s the “look what I did and how brilliant I am” mentality.
True confidence is shown through a quiet and subtly secure demeanor a person conveys. A truly confident person will not need to boast of their accomplishments or demand recognition.
Genuine confidence goes a long way in the work setting. It will be felt by everyone who interacts with your company.
Creativity and Willingness to Look Outside the Box
Hiring managers will look for a person who is willing to try new things.
A prospective employee will be focused on solutions, not problems. They will want to get in and “get their hands dirty.”
Their first response will be, “So, there’s an issue? Let’s find out how it can be solved.”
Willingness to Learn New Skills
The ideal candidate will be open to being taught.
Employers need employees who are receptive to constructive feedback and ways to improve performance. Hiring managers should look for a person who realizes they aren’t perfect and can always improve in their role.
Shame and defensiveness are often roadblocks to this trait. A hiring manager should assess the interviewee’s level of openness to feedback during the interview.
The ability to adapt to change is important in the workplace. Deadlines are pushed up, crises happen and children of employees get sick.
Any number of things can create the need for flexibility on the job. A hiring manager should look for someone who values the ability to go with the flow of the job.
Hiring managers should notice a potential employee’s boundary setting.
Is the interviewee willing to bend over backward to make management happy without meeting their own needs? How would they respond to a co-worker who repeatedly encroaches upon their space?
A hiring manager can get a good idea of the level of healthy boundaries a person has by:
- Watching their body language
- Listening to their responses to interview questions
Ideally, a prospective employee will have fluid boundaries. This means they aren’t rigid, nor are they weak. They are balanced in a respectful give and take relationship to others.
Caring For Your Company
Whether you’re a freelancer, programmer, or an outsourcing business, you know the importance of caring for of your company. This means continuing to learn, grow and expand your business responsibly.
For further tips and information on how to build a thriving business, reach out to me today.